Orientation for Newly Designated State and Local Workforce
Investment Act Equal Opportunity Officers

This session will acquaint newly appointed State and local
level Workforce Investment Act Equal Opportunity Officers with their role and
responsibilities under the nondiscrimination and equal opportunity laws and
regulations applicable to USDOL financial assistance recipients. State and
local EO panelists will speak to how they carry out the responsibilities of an
EO Officer on behalf of their recipient. The panel will also identify the
essential tools and free resources available to assist EO Officers in carrying
out their responsibilities.

This workshop will examine trends in womens
employment, including their labor force participation, their median weekly
earnings, their educational attainment, the 20 leading occupations for working
women, and nontraditional occupations for women. It will also address trends in
sex discrimination charge receipts and in the enforcement of
anti-discrimination laws such as Title VII of the Civil Rights Act of 1964, as
amended, the Equal Pay act, Executive Order 11246, and Title IX of the Higher
Education Amendments of 1972.

This workshop will focus on the legal bases for discrimination. It will
take participants through the various steps in the investigative process; along
with a step-by-step anaylsis of investigation of a sample claim including
reviewing the complaint, interviewing witnesses, and analyzing the evidence. In
addition, this workshop will discuss Electronic Documents. The Federal
Regulations of Civil Procedure was amended in December 2006 to reflect the
changes in technology, specifically electronically stored data. While those
changes impact all civil litigation, this presentation will focus on how the
rule change may impact future EEO litigation.

In 1998, two landmark U.S. Supreme Court cases, Faragher v.
City of Boca Raton, and Burlington Industries Inc. v Ellerth, changed the face
of employer liability for harassment cases in the workplace. This workshop will
provide an overview of harassment law, including the elements of an effective
harassment policy, which can help an employer develop fair and effective
procedures for addressing harassing conduct and, in so doing, limit or avoid
employer liability in an harassment case. The class will address EEOC guidance
as well as Federal court, and EEOC case law. It will cover a 2005 EEOC study
entitled "EEOC's Model EEO Programs Must Have an Effective Anti Harassment
Policy" which identifies practical ways to develop a model policy. The class
will also focus on the practical impact of such a policy and its impact on EEOC
complaints involving allegations of harassing conduct. Specific examples,
practical ideas and best practices of harassment policies and practices to
eliminate harassing conduct in the workplace will be discussed.

Transgender people are increasingly protected from
discrimination by local, state, and federal laws. New local and state laws
protecting people on the basis of gender identity or expression as
well as sex and disability discrimination laws make
these protections more explicit. This workshop will provide an essential
overview of non-discriminatory workplace policies, and will offer insight into
ensuring that workplaces and job programs (including Job Corps) provide equal
opportunity for transgender people.

Ignorance of the Disability is
No Excuse: Screening TANF Customers for Hidden Disabilities to Ensure
Equal Opportunity

Are people with hidden disabilities, such as
learning disabilities, given equal opportunity in your State's or LWIA's
programs and activities? In a recently-resolved case, the U.S. Department
of Health and Human Services (HHS) Office for Civil Rights (OCR) found that the
Massachusetts Department of Transitional Assistance (DTA), which operates
Massachusetts's Temporary Assistance for Needy Families (TANF) program,
violated Federal disability nondiscrimination laws by not providing equal
opportunity for persons with disabilities to participate in and benefit
from DTAs Employment Services Program. HHS-OCR and DTA
resolved this case by executing an agreement ensuring that DTA customers will
be effectively screened and assessed for learning disabilities, and that
screening and assessment results will guide DTAs provision of services to
TANF customers. Presenters will discuss why HHS-OCR determined that
disability nondiscrimination laws were violated, what terms are in
the resolution agreement entered into last December, and how the
actions required -- including screening and assessment requirements, and
other actions that can be adopted by your State's or LWIA's One-Stop system --
are expected to help level the playing field for participants with learning
disabilities.

In this Together: A Look at
Preventing Sexual Harassment, Bullying and Teasing in Job Corps

This workshop will explore the consequences of sexual
harassment, bullying and teasing at the individual, group, and organizational
levels. Participants will: learn the definitions of sexual harassment, bullying
and teasing; assess their knowledge of the statistics regarding these concepts;
learn about solutions in dealing with these issues on a Job Corps Center; and
discuss the Career Success Standards as an initiative to help prevent sexual
harassment, bullying, and teasing behaviors on center. Session will be highly
interactive and will take participants through a process to better identify and
deal with fears and biases.

This workshop will focus on the legal bases for
discrimination. It will take participants through the various steps in the
investigative process; along with a step-by-step analysis of investigation of a
sample claim including reviewing the complaint, interviewing witnesses, and
analyzing the evidence. In addition, this workshop will discuss Electronic
Documents. The Federal Regulations of Civil Procedure was amended in December
2006 to reflect the changes in technology, specifically electronically stored
data. While those changes impact all civil litigation, this presentation will
focus on how the rule change may impact future EEO litigation.

This session will focus on enforcing standards of behavior
and conduct and accommodating employees with psychiatric disabilities in the
workplace. Attendees will learn about common psychiatric disabilities and how
to accommodate an employee who has performance and behavior problems including
issues of direct threat. Active participation and discussion will be
encouraged.

Join us in an exciting discussion of registered apprenticeship -- Where
is it going and where has it been. Join in meaningful discussions on the
role of minorities and women in the apprenticeship system. Examine the
role of EEO in the recruitment and selection process. See how the impact
of this unique training in various industries is changing the face of
America. Case studies: UPS and Seafarers

This workshop provides one-on-one consultations for State Equal
Opportunity Officers and policy professionals who are responsible for preparing
and administering the State Methods of Administration (MOA) Recertification
process. The CRC staff MOA Reviewer, is available to provide technical
assistance tailored specifically for each State on an individual basis.
Participants will have the opportunity to ask specific questions about their
State MOA. Technical assistance will be provided on an appointment basis and
sign-up information will be provided at conference registration.

The goal of this workshop is to enable the participants to gain an
understanding of ways to revise their MOA in compliance with Section 188 by
incorporating changes to improve the quality of their MOA submission. This
approach increases the possibility of developing an approvable MOA
recertification submission

Presenter:

Kevin Malone, Special Assistant to the Chief of Compliance Assistance
and Planning, Civil Rights Center

Religious Discrimination,
Reasonable Accommodations for Religious Beliefs and Religious Practices in the
Workplace

This workshop will explore legal issues surrounding selective hiring or
retention of employees of certain religions, as well as a range of challenging
issues that are unique to this area of practice. It will also identify
strategies for handling complaints and discuss the legal requirements to
accommodate the religious beliefs and practices of employees and
applicants.

This workshop provides employers, managers and HR specialists with an
understanding of the Uniformed Services Employment and Reemployment Rights Act
of 1994 (USERRA). Participants will learn of their organizational
responsibilities vis-à-vis service members employment and reemployment
rights. In the course, participants will learn how to recognize acts of
discrimination against current and former members of the armed forces, as well
acts of discrimination against individuals seeking to join the military.
The anti-discrimination prohibition, codified at 38 U.S.C. § 4311,
applies to both employers and potential employers.

DOLs New Web-based
Training on Complying with DOLs Equal Treatment Regulations and Other
Religion-Related Regulations

This workshop will introduce DOLs new Web-based training course
for increasing the workforce systems understanding of and compliance with
DOLs Equal Treatment Regulations, as well as other religion-related
regulations that are applicable to the One-Stop Career Center system. For the
first time, training on compliance with these regulations will be available
around the clock to workforce system officials and staff. In the workshop, DOL
officials will lead attendees through the new training course and answer
questions.

This workshop will illustrate a comprehensive and practical guide to
investigating a sexual harassment incident. During this interactive workshop,
participants will gain skills in interviewing all concerned parties,
documentation, confidentiality issues and how to protect principal parties.

Every two the Governor must review the Methods of Administration and the
manner in which it has been implemented, and determine whether any changes are
necessary in order for the State to comply fully and effectively with the
nondiscrimination and equal opportunity provisions of WIA and its
nondiscrimination regulations. This workshop, designed for State workforce
agency EO staff, will review the regulatory recertification requirement,
discuss common problems and omissions with recertification submissions, and
offer technical advice to make certain recertification submissions are
procedurally adequate.

This workshop is designed to enhance your skills and ability in
drafting a determination. It is essential that written decisions issued on
discrimination complaints filed fully address a complainant's discrimination
claim. The workshop presenter will provide techniques that will enable the
writer of a discrimination complaint decision to accurately present and analyze
relevant facts against the legal standard for proving a claim in a
comprehensive manner that supports the determined conclusion.

In partnership with CRC, Job Corps is revising its admissions
process to ensure that admissions criteria are as objective as possible, and
that the process complies with disability nondiscrimination law. At
this workshop, we will use case studies to understand how two specific
parts of the revised process are designed to work in real life:
the revised list of essential eligibility requirements for admission to Job
Corps, and the revised process (including new forms and guidance
documents) for determining whether an applicant may pose a direct threat to
self or others. The presenters are experts who are part of the team
working to revise these parts of the admissions process.

Do you often deal with conflict? Are you looking for new and more
effective ways to address conflict? Well, this workshop is for you!

When program or work environment experience conflicts, there may be high
costs to the organization. These costs include: decreased morale; absenteeism;
reorganization; loss of customers (job seekers and employers) and employees;
and errors in decision-making. This workshop will introduce the mediation
process, the mediator's role, and the understanding and application of
mediation theory and practice. The participants will learn how to use mediation
to resolve disputes within their fields of expertise through lecture, group
discussion and role play.

This workshop will discuss the definition of age discrimination in
light of recent Supreme Court decisions in General Dynamics Land Systems c.
Cline (2204) and Smith v. City of Jackson, Mississippi (2005), provide a
general overview of the protections provided by the Age Discrimination in
Employment Act, and examine other recent developments in age discrimination
law.

Congratulations, you have just been selected for an OFCCP compliance
audit. In this workshop, you will be provided with a sample AAP and an
overview of what to expect during an evaluation, including an onsite.
This workshop will also provide information on the responsibilities of
federal contractors and tools and techniques that you can use to conduct your
own self-audit.

Presenters:

Sandra Dillon, Chief, Branch of Quality Assurance, OFCCP

Facilitator:

Denise Delhotal, USDOL Civil Rights Center

One-on-One MOA Compliance
Assistance Consultations

This workshop provides one-on-one consultations for State Equal
Opportunity Officers and policy professionals who are responsible for preparing
and administering the State Methods of Administration (MOA) Recertification
process. The CRC staff MOA Reviewer, is available to provide technical
assistance tailored specifically for each State on an individual basis.
Participants will have the opportunity to ask specific questions about their
State MOA. Technical assistance will be provided on an appointment basis and
sign-up information will be provided at conference registration.

The goal of this workshop is to enable the participants to gain an
understanding of ways to revise their MOA in compliance with Section 188 by
incorporating changes to improve the quality of their MOA submission. This
approach increases the possibility of developing an approvable MOA
recertification submission

Presenter:

Kevin Malone, Special Assistant to the Chief of Compliance Assistance
and Planning, Civil Rights Center

This workshop will discuss the required elements for processing
complaints alleging discrimination; along with a brief discussion of the Final
Phase of CRCs Discrimination Complaint Log Study. The
Discrimination Complaint Log Study provides insight into the number and types
of discrimination complaints filed nationwide and their outcomes within the
One-Stop Delivery System and against USDOL-funded Job Corps Centers.

Presenter:

Pir Ahmad, Equal Opportunity Specialist, Civil Rights Center

Facilitator:

Judy Ragland, USDOL Civil Rights Center

Tips for Analyzing Employment
Service Data

This workshop will include discussion about what data to analyze and
what measurements to use. Different examples of reports will be presented.
Employment Service data such as referrals, wages, entered employment, as well
as unemployment data on claimant determinations, will be reviewed. How much
data is needed to determine an accurate analysis will also be discussed. Also
discussed will be the writing of a monitoring report.

An Introduction to LEP and the
Language Assistance Self Assessment and Planning Tool (Part I)

An essential, complete workshop for those new to equal opportunity
and nondiscrimination compliance activities! An excellent, updated
presentation for those more familiar with the requirement to provide meaningful
access to persons with limited English proficiency (LEP)! In addition to
thoroughly reviewing the LEP guidance and related materials, we will
discuss compliance and enforcement within the employment-related
training/service context specifically. We will also discuss the review of
the analysis and findings of the language assistance self assessment and
planning tool that all states were required to submit. Active
questions/answers are anticipated!

The DPN Initiative is now in 45 states, D.C. and Puerto Rico. In its
sixth year of operation, the DPN Initiative has evolved. The original focus of
the Initiative has been on developing new and ongoing partnerships to achieve
seamless, comprehensive, and integrated access to services, creating systemic
change, and expanding the workforce development system's capacity to serve
customers with disabilities and employers. Now, in addition to systems change,
Navigators will be focusing their change activities on the delivery of
integrated services for customers with disabilities through state and local
team approaches. Navigators will be resource coordinators, facilitating team
meetings to develop individual employment plans for job seekers with
disabilities; these teams will be called "Integrated Resource Teams" (IRTs).
Learn more about the IRTs and the role that Equal Opportunity Officers (EO
Officers) can play on these teams.

This interactive workshop will address the barriers that we see and
opportunities that we miss in making a positive and lasting connection with our
youth. Successful youth leaders and an experienced mediator will lead
experiential activities and share their perspectives in round table
discussions.

This workshop provides one-on-one consultations for State Equal
Opportunity Officers and policy professionals who are responsible for preparing
and administering the State Methods of Administration (MOA) Recertification
process. The CRC staff MOA Reviewer, is available to provide technical
assistance tailored specifically for each State on an individual basis.
Participants will have the opportunity to ask specific questions about their
State MOA. Technical assistance will be provided on an appointment basis and
sign-up information will be provided at conference registration.

The goal of this workshop is to enable the participants to gain an
understanding of ways to revise their MOA in compliance with Section 188 by
incorporating changes to improve the quality of their MOA submission. This
approach increases the possibility of developing an approvable MOA
recertification submission

Presenter:

Kevin Malone, Special Assistant to the Chief of Compliance Assistance
and Planning, Civil Rights Center

State level EO Officers will discuss how to conduct investigations of
discrimination complaints and discuss procedures and practical processes that
have proved successful for state level EO Officers when conducting
discrimination complaint investigations. The session will include sample
letters for mediation option, notice of receipt and acceptance, final action,
etc.

At times individuals are concerned that they will say or do the wrong
thing when interacting with a person with a disability. They say or do nothing
at all thus avoiding interaction with people with disabilities which isolates
or excludes people with disabilities from general office communication or
activities.

The Diversity in the Workplace: Disability Awareness and Etiquette
presentation will aid in the elimination of the underlined
fears that individuals have when interacting with people with
disabilities. The presentation focuses on the appropriate way
of interacting and communicating with people with all types of
disabilities including: deaf/hard of hearing, blind/low vision, mobility,
speech and cognitive disabilities in the workplace. There will be a
brief discussion about the Rehabilitation Act, Americans with
Disabilities Act as well as Section 508 as it relates to employment of people
with disabilities within the workplace. In addition, this workshop will focus
on innovative solutions for accessible communication, identifying the main
challenges faced by people with disabilities through assistive technologies and
software. Basic etiquette exercises will be conducted to help
identify the importance of interacting with people with disabilities
primarily with respect and courtesy.

An Introduction to LEP and the
Language Assistance Self Assessment and Planning Tool (Part II)

An essential workshop for those new to equal opportunity
and nondiscrimination compliance activities! An excellent, updated presentation
for those more familiar with the requirement to provide meaningful access to
persons with limited English proficiency (LEP)! In this workshop, we will
discuss compliance and enforcement within the employment-related
training/service context will follow.

Using Data Sources to Identify
Limited English Proficiency (LEP) Populations and Developing the Best Strategic
Plan to Serve your LEP Population

Do you know the make-up of your service area?
Federal financial assistance recipients must ensure that persons with LEP have
meaningful access to employment training, services and benefits.
Therefore, LEP population identification is critical. This informative and
interactive workshop, conducted by representatives from the Department of
Labors Employment and Training Administration, will provide instruction
on how to use various data sources to identify LEP populations within a service
area. Presenters will also discuss current Department guidelines that can
assist a state in developing a strategic plan to better serve their LEP
population.

This interactive workshop will address the barriers that
we see and opportunities that we miss in making a positive and lasting
connection with our youth. Successful youth leaders and an experienced
mediator will lead experiential activities and share their
perspectives in round table discussions.